{"data":{"id":"us/6-cfr-158.703","jurisdiction":"us","citation":"6 CFR 158.703","heading":"Designating and staffing assignments.","body":"(a) Designating assignments. The Department designates assignments by defining combinations of CTMS qualifications and DHS-CS cybersecurity work associable with qualified positions. CTMS policy implementing this section addresses procedures for DHS organizations to designate assignments, including as a result of designating qualified positions as described in § 158.702.\n(b) Staffing assignments. The Department staffs assignments by:\n(1) Matching assignments with DHS-CS employees as described in paragraph (d) of this section;\n(2) Matching assignments with newly appointed individuals as described in paragraph (c) of this section; or\n(3) Seeking to recruit individuals and establish new qualified positions under the talent acquisition system described in § 158.501 and then matching assignments with newly appointed individuals as described in paragraph (c) of this section.\n(c) Initial assignment. Upon appointment of an individual to a qualified position, the Department matches the individual with an assignment based on the alignment of the individual's CTMS qualifications, determined under the assessment program described in § 158.520, to the CTMS qualifications of an assignment. In matching an individual with an initial assignment, the Department may also consider:\n(1) Input from the individual;\n(2) Input from DHS organizations;\n(3) Mission-related requirements; and\n(4) Strategic talent priorities.\n(d) Subsequent assignments. The Department matches DHS-CS employees with assignments subsequent to employees' initial assignments, as necessary.\n(1) The Department matches a DHS-CS employee with a subsequent assignment based on the alignment of the employee's CTMS qualifications with the CTMS qualifications of an assignment. In matching a DHS-CS employee with a subsequent assignment, the Department may also consider:\n(i) Input from the employee;\n(ii) Input from DHS organizations, especially the primary DHS organization of the employee's current assignment;\n(iii) Information about the employee from the performance management program described in § 158.802 and the career development program described in § 158.803;\n(iv) Mission-related requirements; and\n(v) Strategic talent priorities.\n(2) A DHS-CS employee may have multiple assignments throughout the employee's service in a qualified position, but may only have one assignment at a time. A DHS-CS employee's subsequent assignments may have assignment information, described in § 158.706(e), that is different than the assignment information of the employee's initial assignment, including primary DHS organization.\n(3) In alignment with the career development program described in § 158.803 and based on information from development reviews described in § 158.806 the Department communicates with DHS-CS employees on an ongoing basis about subsequent assignment opportunities;","path":["Title 6—Domestic Security","CHAPTER I—DEPARTMENT OF HOMELAND SECURITY, OFFICE OF THE SECRETARY","PART 158—CYBERSECURITY TALENT MANAGEMENT SYSTEM (CTMS)","Subpart G—Deploying Talent"],"source_url":"https://www.ecfr.gov/api/versioner/v1/full/2026-08-25/title-6.xml","current_through":"2026-08-25","vintage":"","retrieved_at":"2026-08-27T02:23:54Z","sha256":"86e9721fc158d9cdf7e17a897fa36faebabfebaa6fb959af0468f9a66a8dd43b","source_id":"us-cfr","stale":true,"prev":"us/6-cfr-158.702","next":"us/6-cfr-158.704"},"notice":"GroundRules: Original legal text. Not legal advice."}